Seeking the right people for your business is an ongoing challenge for any business, no matter the size. But when you’re just starting out and especially if you’re a small business, you have to be nimble and quick. If you realize someone is just not working out, you have to be decisive. Trust your gut and observations and be okay with making the right decisions for your business to assure it continues to survive and thrive. Sometimes it’s just not the right fit, so allow people to obtain another opportunity where they can flourish.
Many times a bad hiring decision can set your business so far back, it’s nearly impossible to recover. Click To Tweet
Many times a bad hiring decision can set your business so far back, it’s nearly impossible to recover. It’s a risky decision to ignore and ultimately, as the founder or owner of your company, you’re responsible. As a startup, there’s an extreme amount of emphasis on the team as that is an early indication of support for the idea or concept that you’re creating. However, startups are very fragile. Stress is high and cash is low (especially if you are bootstrapping)–that’s not a good combination for anything. This makes it even more important for startups to make sure you have the right people on the team–people who can withstand the test of time while still providing value to move the vision forward.
Stress is high and cash is low (especially if you are bootstrapping)–that’s not a good combination for anything. Click To Tweet
Here’s 3 tips to help you in the hiring process:
1.) Outline clear goals and expectations, with milestone dates assigned, before the position is offered to anyone. You must have a clear vision of what is required of the new hire and be able to communicate that to them during the interview and on the first day of work. Think of this as a roadmap to success for the position.
2.) Require a 90-day probational period for new employees and contractors. Everyone who joins the company should be admitted on a trial basis to allow time for them, as well as you, to see if it’s a good fit.
3.) Provide feedback in a pre-scheduled, one-on-one, weekly meeting. For mature professionals, feedback is viewed as a gift where one can receive input on their performance, know where they stand, and how they’re perceived. There should be no surprises for anyone as long as the communication channels remain open with the scheduled opportunity to discuss progress, goals, and challenges.
What has been your experience in hiring staff for your startup? Please share your stories.
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